Thursday, April 29, 2010

The Corporate Patangbaaz (kite flyer)

Post Type :

By Farhad Karamally


Coaching is the next 'in-thing' and is fast becoming a fad in management practices. It's no longer restricted to merely explaining and teaching things but is becoming a more formal way of developing teams and successors. Succession planning requires coaching and the success of coaching depends on how effective a manager is in this field.

Many organizations are trying to create a 'coaching culture'. In this attempt, managers are being called coaches. It is seen as their new role. Interestingly, the idea is that changing titles is expected to change behaviors - at least, this is how it seems.

Our newly designated 'coaches' are sent on training programs, which are more often than not, too theoretical. The contents and process taught are often not adapted to our local needs and cultural norms.

Once these individuals have taken part in such well-publicized and often ill-conceived training initiatives on coaching, their subordinates start expecting their 'managers' to start behaving as 'coaches'! Their list of expectations, while laudable, becomes rather unrealistic. They immediately start looking for attributes such as:

" Good listener

" People oriented

" Forgiving

" Encourages mistake

" Empathetic

" Emotionally intelligent

" Understanding

" Supportive

" Facilitative

" And of course a coaching guru!

Wouldn't it be wonderful to see our managers and coaches exhibit such qualities overnight? But, the truth is, it all takes time. Behaviors change to the extent the business context and environment supports it.

The ground reality is that such learning cannot be put into practice 100% - all of the time. This creates a heightened expectation gap; which becomes more pronounced over time, if no real change becomes visible. As a result, subordinates often feel dissonance. They hear one thing and see another conduct. This contrast can sometimes lead them to describe their line managers as having a "Bossy" attitude.


The word 'boss' has become an unhelpful stereotype. It often carries a negative connotation and understandably so. History is replete with examples of seniors who have behaved in an authoritarian way often acting aggressively. Such managers hardly ever listened to their subordinates, and thrived on giving orders. They used to rule by fear, and held knowledge and information close to their chests. All this stemmed mainly from a sense of insecurity.

What mattered to such 'bosses' was getting the job done at any cost, only to get ahead or secure their turf. Feelings and emotions had no place in rational world, where you do what you are paid for.

Thankfully, such behaviors are no longer as widespread as they once were. Here is an analogy that captures how the word 'boss' became so ugly. A negative stereotype of a 'boss', as described above, is like that of a swimmer on a diving board. He climbs a ladder and gets on to the diving board. He stands there for all to see. His entire support is the diving board. In order for this swimmer to perform, he needs to jump on the diving board a few times, pushing it down each time, in order to be propelled higher, in order to make the dive. The height attained this way, is of course, short-lived. This is generally what such 'bosses' have done. They have climbed the proverbial corporate ladder and stood on top of their subordinates, jumped on them, only to shine their own glory, while taking all the credit. But all in vain, as they end up diving head first! Can this unhelpful image of a 'boss' ever change? It can. Over time, and through consistent behaviors by managers that demon!

strate both compassion and courage

- a conduct that values and nurtures human dignity and fairness.


There are a number of movies based on true stories, namely: Coach Carter; Remember the Titans; Men of Honor; Miracle, Antwone Fisher and K-19 to list a few. Such films depict coaching and people development beautifully, albeit in a different context and setting from ours. Interestingly none of them entirely fit the theory of coaching as we see it in Western textbooks and what is usually taught in the class room. These films depict strong individuals who inspire people forcefully, but never lose sight of purpose and caring behind the effort.

To me, Kite flying provides a useful metaphor for coaching. A good coach is a bit like a Patangbaaz (a kite flyer). When you have a kite in your hands and the wind conditions are right, it flies majestically. You let the kite soar to great heights; it rules the skies and competes with many other kites. Spectators can only see the kite, its beauty and flight. However, behind every kite is a person. This individual holds on to the string, gently guiding the kite's trajectory. This person with the string allows the kite full flight and intervenes only when needed to redirect the kite to its original objective.

Similarly, a coach is someone that gives people space in which to soar to great heights, and encourages widespread recognition of the coachees for their good performance. A coach does all this without ever leaving the 'string' i.e., without ever losing the all-important connection with the coachees.

Each one of us needs to maintain this connection with our coachees. It keeps us disciplined and focused. Our subordinates will perform better knowing that their manager is connected to them in some way. Connection shows caring and attention.

Therefore, find a coach for yourself, and be one to your subordinates. In other words, be a corporate 'patangbaaz' and celebrate Basant all year round. This is one form of kite flying everyone will welcome and your people will grow to deliver magical results.

About the Author: Farhad Karamally, an international management consultant, is CEO of Navitus. His rich experience includes workshops and training programs that he runs for local and multinational companies in Pakistan and abroad. He specializes in leadership, teamwork & visioneering/alignment exercises. Farhad is a highly energizing conference speaker, igniting the desire in participants to succeed through self-motivation and passion.

Snoozing to Learning

Post Type :

By Farhad Karamally - CEO, Navitus [Private] Limited Based on his Presentation at the Asia HRD Congress 2006 (Jakarta, Indonesia)

Training is not what it used to be. There was a time when there was no difference between teaching and training. Trainers would actually attempt at teaching their participants. Principles of andragogy were 'Greek'. Not to say that it was wrong, but that is what was useful. Times changed, quality of participants went up and thus trainers got more educated and specialized. They realized adult learning requires facilitation and experiences where participants can also share their point of views. However, times have completely changed today. Training programs today, need to be an opportunity for participants to 'let loose' and nourish their minds with puzzling and teasing experiences. It is like going for a haircut after almost two months or visiting a restaurant after a peaceful Sunday morning. (if your weekend is Sunday)

I often ask people whey they attend training programs. Given below are some of the most common responses:

1. Learn

2. Improve performance

3. Two - days away from work (if it is a two day training program)

4. Freshen myself

5. Get away from work

6. Visit a new city/town/country

7. Have fun

8. Enhance my competencies

9. Learn more about my team members

10. Learn from other's experiences

11. Don't know - was sent forcefully

12. To see if there is anything new I can learn

With these mixed attitudes towards a training program what can a trainer do? Simple! Merge objectives. Give people an experience where by all objectives are achieved in the experience. To discover the 'how to?' read up on Howard Gardner's Multiple Intelligence, Books by R. Palan (magic of training fun) and Ed Scannel's (Games Trainers Play). Or perhaps a better option would be to enroll yourself in a "Train The Trainer" that lasts a minimum of 5 days. These 5 days' is a basic survival. It took me a decade and I am still learning!

If Tom Peters and other leading management gurus are to be trusted, HR is out. TALENT is in. The hardware of a human being is the same it has been for centuries. However, the software is constantly being upgraded. My son is much more smarter than I was at his age. He understands things that I understand today. Don't believe me? Who understands most features of a mobile phone? You or your kid?

Our participants too are talented. There may have been a time when ignorant minds used to attend training. With the knowledge explosion, people are not only well read and connected but even more experienced then ever. For these people learning cannot be achieved merely through slideshows, case studies, manuals, extensive reading. Specially in the case of soft skills, people already know the right thing and the right way of doing things. I frequently (almost 5 times a month) run workshops on team building. What do you think my participants need? Do they need Tuckman's model of forming to performing? Do they need Maslow's hierarchy of needs? Hell No! This is something they have already learnt before college.

Learning takes place in different forms. The four most common indicators of learning is when as a trainer your programs give the following to your participants

1. Reflection

2. Affirmation

3. Confusion

4. Disagreement.

If you come to think of it, these are basically responses you get to a model or concept you share as a trainer. The opposite is indifference. If participants are engaged they will give you one of the four learning indicators as a response.

Snoozing to learning is about engaging participants with loads of fun and simulations and then debriefed well to provide brilliant learning.

One point of caution is that most often trainers would like to see themselves as teaching something new. However, a trainer is truly effective & inspiring when people say "it was an amazing experience where I learnt so much & I wasn't even taught." Programs designed to facilitate self-learning are the best way to ensure your people are moving away from snoozing to learning!

Wednesday, April 28, 2010



From: Madiha Hasan Khan

Durood Sharif

Post Type :


From: Khurram Naveed

How to conduct a Telephone Screening Interview

Post Type :

The telephone interview is an invaluable tool to the recruitment process. The primary advantage of telephone interviewing is cost-effectiveness: you can screen a wide pool of candidates and select the right few to invite back for a site interview. Another advantage is timeliness, when you are trying to fill immediate openings.

Following are the steps that can help develop a telephone screening process that will enable you to quickly proceed to in-person interviews with the right applicant.

Define Your Goal

Create a detailed position specification that includes a description of responsibilities, and your expectations of the ideal candidate. Identify critical elements such as type and years of experience, identify and prioritize at least three key criteria that every candidate must meet. Pledge to meet only with those candidates whose backgrounds meet your desired criteria.

Define Your Culture

It is important to screen for cultural factors. Determine the most significant characteristics of your work culture. Is the atmosphere formal and structured? or Casual and flexible? Is risk tolerance important? And above all do late sittings are required? A candidate who is qualified yet mismatched to your company culture will probably struggle. By understanding your company’s culture, you will be better prepared to assess a candidate’s potential fit.

Know Your Price

Evaluate the context of your available position within your company and the general market. Think about the likely availability of your ideal candidate, your company’s compensation structure, and your timeframe, and then determine the salary range you are prepared to pay for the position. Make sure you cover this territory in the phone screening so that mismatched expectations don’t create surprises later on when you meet with the candidate for an in-person interview. If you know that your range falls below the market price for the position, then make sure you identify compelling reasons for the shortcoming. It will lay the foundation for a candidate’s interest in the position, and increase their willingness to consider the opportunity at a lower-than-expected salary.

Know Your Deadline

As the resumes start flowing in, begin your phone screenings as quickly as possible. Because you have prepared well by following steps one through three, you know exactly what you’re looking for. As you sift through the pool, set aside the candidates who meet your key criteria. Plan a cut-off date for resume reviewing. Once you are satisfied with your shortlist, you are ready to proceed to the telephone screening to further narrow your list of face-to-face interviewees.

Create Your Question List

Create a list of questions to ask each candidate. These questions should elicit information about their qualifications, cultural fit, and salary expectations. Make sure you ask every candidate the same questions so that you can compare them all from a similar base of information.

Conduct the Telephone Interview

Schedule and conduct telephone screens with each candidate. Each call should involve about 25 questions, and last 20 to 30 minutes. A typical telephone interview, while conversational, must also elicit a large amount of information in a short amount of time. Follow the tempo of the conversation, but steer the content towards obtaining answers to all of your questions. Engage the candidate and engender trust in the company and the recruiting process by listening carefully and asking thoughtful follow-up questions.

If you decide that the candidate is one that you may want to bring in for a follow-up, in-person interview, let them know what to expect next. At the end of the phone screen, explain that you are creating a shortlist for in-person interviews, and set expectations for your decision date.

On the other hand, if you are certain by the end of the conversation that a candidate is not right for the position then be up front about it. Politely disengage the conversation, explaining why their qualifications do not meet your criteria for the position. Remember, you may come back to this candidate for another position, and you want them to welcome the opportunity to be considered again.

Candidate’s Questions

Candidates want jobs where they can succeed and employers where they can be happy and fulfill their goals. Their questions are important to them. Allot 10-15 percent of the time to address them. If, at this point, you are trying to attract the candidate, give truthful and enthusiastic answers to persuade him or her to come for a site interview. Otherwise, give truthful but matter-of-fact answers. Every candidate deserves respect and should feel treated fairly. If they don't work for you, they will likely work for a supplier, customer, or competitor. You want their good will, no matter what.


Briefly explain what comes next in the review process and when to expect a reply. Thank them for investing their time with you, then hang up. Finally, complete your interview report while the information and impressions are fresh.

From: Mobilink

Gone in thirty seconds: How to sift through a resume

Post Type :

One major aspect of the hiring process is reviewing candidate resumes. This process can sometimes be time consuming and stressful. However, if you take the extra time to thoroughly review resumes, you can effectively identify the most qualified candidates.

Here are some key areas to focus on when reviewing resumes:

  • Job Description/ Candidate Profile: Reviewing a resume starts with a job description or candidate profile so you know broadly what the job entails. Part of the job description, in an effective job description, details the qualifications and experience of the candidate you seek to fill the job.
  • Errors. Carefully review the resume to make sure it does not contain any spelling or grammatical errors, is poorly organized, sloppy, or hard to read. These will be clear signs their attention to detail and may give you a clear sign on their quality of work.
  • Content. Make sure that the objective of an applicant matches your current openings. Review their work experience, job progression, job titles, education or special training to make sure they meet the minimum job requirements. Their salary requirements should also be reviewed to see if it is compatible.
  • Patterns. Check to see if the applicant has been on an upward track in their career, hit a plateau, or started a descent. Any employment gaps should be noted and asked to be explained if you decide to interview the person. Reviewing the employment dates of how long a candidate has been at a job can show if the applicant is a long-term employee or only stays at a company for a certain amount of time.
  • Inconsistencies. Examine dates and facts to make sure that everything matches up. More information will need to be gained to clarify scenarios in which the applicant failed to justify the dates.

Following are the points that should be evaluated at the time of resume screening:

  • Career Stability/ Employment gaps
  • Strong career objectives
  • Achievements
  • Clearly written / Spelling and Grammatical errors
  • Evidence of decreasing responsibility
  • Evidence of a career that has reached a plateau or gone backwards
  • Short term employment at several jobs, and
  • Multiple shifts in career path

From: Mobilink


Post Type :

(By Nadia Zaheer : 1st Place)

1 cup flour, plus more for dusting the pans
3/4 cups powdered sugar

¼ cup water
3/4 cup unsweetened cocoa powder
2 teaspoons baking powder
1 tablespoon corn flour
1 cup vegetable oil or crème or low-fat substitute can be made by mixing equal parts of skim milk and low-fat yogurt

3 large eggs
1 teaspoon pure vanilla extract

For Icing and Decorations:

400 ml crème

4 table spoons icing sugar

1 table spoon vanilla extract.

3 table spoon Hershey’s Chocolate syrup

12 pre made marzipan or fondant flowers for Cake Decorations.

1 readymade white crème tube with a star nozzle for decoration (optional)


Heat the oven to 350F or 180C.

Grease 2 round baking pans with vegetable oil/butter and dust them with 2-3 pinches of flour, One 10 inch in diameter and the other 6 inch in diameter.

Sift the flour, baking powder and corn flour and cocoa powder together.

Beat the eggs in a big glass bowl with an electric beater. Put oil in it and then beat till it becomes a smooth mixture. Add sugar bit by bit and keep on beating. When all the sugar has been added, put 2 table spoons of the sifted flour (including baking powder and corn flour) and beat it. Keep on adding 2 table spoons at a time and mix it till the flour is finished. Beat for another 2 minutes.

Put the cake batter in the pans and pop them in the oven for around 40 mins or until a toothpick inserted in the center of each cake comes out clean. Let the cakes cool in the pans for 30 minutes, and then invert the cakes onto a rack to cool completely.

For Icing: Beat the cream, Hershey’s chocolate sauce and icing sugar with an electric mixure for 15 mins. When the cake has cooled down. Put the 6 inch diameter cake over the 10 inch dia cake to give it the shape of a hat. Put some icing on it and put it in the freezer for 15 mins. Then, take it out and add another layer of icing. Pop it into the freezer so that the icing does not melt. After 30 mins put the ready made cake decorations on top and voila! You are done! Refrigerate it to keep the icing from melting. Serve chilled. clip_image001


Marble Cake With Chocolate Mousse

(By Saika Qayyum : 2nd Place)

Mousse Ingredients

1 cups chilled heavy cream
2 large egg yolks
3 tablespoons sugar
1 teaspoon vanilla
5 oz fine-quality bittersweet chocolate (not unsweetened), chopped


Heat cream in a 1-quart heavy saucepan until hot. Whisk together yolks, sugar, and a pinch of salt in a metal bowl until combined well, then add hot cream in a slow stream, whisking until combined. Transfer mixture to saucepan and cook over moderately low heat, stirring constantly, and add in vanilla. Stir frequently and add chocolate. Whisk chocolate into custard until smooth, then cool.

Beat egg whites in a bowl until it just holds stiff peaks. Fold in the egg whites gently but thoroughly.

Spoon mousse into class or bowl, chill at least 6 hours.

Marble Cake Ingredients

1 and 1/4 Cup flour

1 Cup Sugar

½ cup oil

¾ cup milk

3 Eggs

½ cup cocoa


Beak the eggs and add sugar. After stirring well add flour , milk and oil. Divide the mixture in two half. Add cocoa to one half. Now greased the baking pan and pour in the mixtures in layers. Whisk one mixture into the other but don’t let them both mix completely. Bake of 240 F for 45 minutes.

Serve with fresh strawberry and kiwi, and cream/chocolate mousse.



(By Madiha Panni : 3rd Place)


1 cup cake flour, sifted

2 teaspoons baking powder

3/4 cup oil

clip_image0051 cup (200 grams) superfine or castor sugar

4 large eggs, room temperature

1 teaspoons pure vanilla extract/essence

3 teaspoons Coco powder

Pinch of yellow food colour

Note:  To make your own superfine sugar - place 1 cup (200 grams) granulated white sugar in the bowl of your food processor.  Process until very fine (about 30 seconds).


Preheat for 30 minutes the gas oven to 190 degrees F or electric oven to 350 degrees F (177 degrees C) and place rack in center of oven. Oil the pan and sprinkle/spray with flour so that a white layer appears on the pan or line the bottom of pan with butter paper.

In a large bowl, sift together, the flour and baking powder. In the bowl of your electric mixer or food processor (Grinder), beat the eggs. Gradually add the sugar and beat the mixture, then add oil and vanilla essence beating continuously on medium-high speed until light and fluffy (this will take about 1-2 minutes).

Add the mixture into flour mixture and mix just until incorporated. Now take out I cup of this mixture and add coco powder in it. Mix it well. Add the food colour into the cake mixture in the big bowl then add the coco mixture into it and stir it with a spoon or spatula and give the desired shape. Pour the batter into the prepared pan and smooth the top.

Bake for about 50 to 60 minutes or until the cake is golden brown and a toothpick inserted in the center comes out clean. Remove the cake from the oven and place on a wire rack to cool for about 10 minutes. Remove the cake from the pan and cool completely. Serve warm or at room temperature. Will keep several days well wrapped or it can be frozen for a month.

From: Mobilink


Post Type :


(By Madiha Panni : 1st Place)


Spaghettis 01 packet

Chicken Chunks (K&N's) 01 packet

Mushrooms 01 tin

Sweet Corns 01 tin

Potatoes 04 medium size

Onions 02-03 medium size

Capsicums 04-05

Carrots 02

Salt As desired

Pepper As desired

Ajinomoto As desired

Vinegar 03 Tbsp

Soya sauce 02 Tbsp



Cut Onions in squares. Thinly chop potatoes, capsicum and carrots in elongated pieces. Fry the chicken chunks in non stick pan with one table spoon of oil. Boil the spaghettis. Drain the water of sweet corns and mushrooms. Now stir fry the chopped capsicum and carrots one by one in a non stick pan with one teaspoon cooking oil. Fry the potatoes.

Now add oil in the cooking pan and first add onions in it and stir fry it adding sweet corns and mushrooms. After it add ajinomoto (Chinese salt), pepper and salt. Now add the boiled spaghettis in it and add soya sauce and vinegar to the mixture. Thoroughly mix and cook the mixture. Taste for the salt and pepper and add more if needed. Now add the vegetables in it and mix it well. Cook it for a while and serve your dish.



(By Faiza Ahad : 2nd Place)


Pasta/macaroni (1pack)

Mozzarella Cheese (1pack)

White sauce (1 cup)

Tomatoes, Capsicum, Onion (cubed, 1 each)

Mashed potatoes

Boiled chicken chunks (1/2kg)

Salt/Pepper (1tsp each)


White Sauce: In a saucepan, melt butter and stir in flour. Cook and stir for one minute. Gradually stir in milk. Add salt and pepper. Stir constantly until sauce gets thick.

In a large bowl, put a layer of mashed potatoes. Add a layer of chicken chunks on it. Add veggies (tomatoes, capsicum, onion) on top of it. Pour white sauce over veggies, and add a layer of pasta (macaroni), Toss cheese on top of pasta (macaroni). Repeat the same process again and bake it for 5 to 10 minutes until the cheese has melted.



(By Sana Saeed/ : 3rd Place)


Pasta 300 gm

Minced Meat (Boiled) 500 gm

Brinjol ½ kg

Mozzarella Cheese 1 cup

Flour 5 tbsp

Oregano powder 1 tsp

Basil Leaves 1 tsp

Red chilli crushed 1 tsp

Oil 1 tbsp

Zeera 1 tbsp

White Sauce:

Flour 2tbsp

Milk 1 ½ cup

Butter 2 tbsp

Cream ½ cup

Salt according to taste

Black pepper according to taste

Method (White Sauce)

Melt butter in a saucepan, add flour, cook for 1 min, and add milk; mix thoroughly to avoid lumps. Add salt and baking powder. When the mixture gets smooth, add cream. Keep the mixture thick and remove from heat.


1. Take minced meat in a saucepan; add oil, oregano and basil leaves; and cook for 5-10 min. take it out in a dish.

2. Heat oil in a saucepan; add Zeera till it turns golden brown. Add boiled pasta, salt, oregano and basil leaves and mix well, so that the spices are distributed evenly.

3. Slice the brinjols in circular shapes, sprinkle salt and leave for 10 min so that extra water drains out.

4. Mix flour in water to make a thin solution. Coat brinjols in the flour mixture and deep fry till they turn golden brown. Spread on tissue paper so that extra oil drains out.

5. Take a baking dish. Spread ½ of minced meat mixture evenly. Next comes ½ of pasta. Then spread ½ cup mozzarella cheese in the dish, fried brinjols, pasta, minced meat, cheese, brinjols and white sauce. Bake for 20 min. Garnish with parsley, and oregano powder, serve hot with ketchup.

From: Mobilink

CHEF QUEST WINNING RECIPES “Sandwiches with Salad”

Post Type :


(By Abdul Manan : 1st Place)


08 Cooked & sliced smoked chicken

02 Tbs Olive Oil

04 Boiled eggs

04 Cheddar Cheese

02 Tbs Mayonnaise

12 Bread Slices

04 Tomatoes

01 Cucumbers

Sandwich Sauce:

01 Tbs Ketchup

01 Tbs Chili Sauce

01 Tbs Garlic Sauce

01 Tbs Mayonnaise


Take one cup of shredded cabbage and mix it with mayonnaise


Heat Olive oil in a pan and place smoked chicken slices and toast them for 02 minutes. Toast the slices of bread. Spread sandwich sauce on a slice. Put salad leaves, tomatoes, cucumber and smoked chicken on bread slices. Then spread sandwich sauce on another slice and place boiled eggs slices on the bread slice. Cover it with cheese slice. Spread the sandwich sauce on another slice and put it on top of boiled egg topping. Serve with French fries and coleslaw.



(By Salma Amin : 2nd Place)


1/2 Cup Potatoes

½ Cup Carrots

¼ Cup green peas

½ Cup boiled chicken breast piece

½ Tin Cocktail

1 Tsp olive oil


Lemon Juice


04 Tbs mayonnaise

02 Tbs cream

Freshly ground black pepper

Combine all ingredients for dressing. Set aside. Toss vegetable chicken and cocktail. Pour dressing, mix well & refrigerate for few minutes and serve.

Coleslaw Ingredients:

1/4 Head cabbage Shredded

01 Medium Carrots grated

02 Tbs raisins (washed and soaked in warm water for few minutes)

Coleslaw Mixture:
04 Tbs of Mayonnaise
01 Tbs Lemon Juice or vinegar
02 Tsp Sugar ( or to taste)
Salt and pepper to taste

Mix the coleslaw mixture in a bowl until blended, and then add to ingredients, toss & serve.



(By Zartash Ghazal Naqvi, Aamer Naseem,

Aroosa Hasan : 3rd Place)


Chicken strips (8 small strips)

French bread (7-8 inch slices)

Salad leaves

Rocket leaves



02 Tbs Mayonnaise

01 Tbs Mustard

01 pack Sausages

01Spicy Chicken Steak

01 Egg

04-05 Tbs Butter





Fry sausages and chicken strips with salt & pepper in olive oil & put aside to rest.

Cook spicy chicken steaks & after that just cover the pan for 5-8 minutes.

Cut bread and toast for a few seconds either in oven or on skillet pan till very light golden brown. Spread Mustard on both sides of bread.

Spread Mayo and layer with salad leaves. Blend olives with butter and fried egg mixture and spread. Put slices of chicken strips than olive’s mixture and slices of tomatoes. Layer with spicy chicken steak.

For dressing, sprinkle salt and lemon on rocket leaves, sausages and sweat corn.

Serve with Hot & Spicy ketchup and French fries.

From: Mobilink

CHEF QUEST RAMADAN SPECIAL with Maria Khan & Soya Supreme

Post Type :



Boneless chicken breast

Lemon juice/ vinegar

Cheddar cheese

Crushed red pepper



Bread Crumbs


Cut each breast horizontally into two; flatten using a mallet; season with salt & pepper & rub with vinegar. Now put little amount of cheese mixed with crushed pepper and wrap from all around. Coat in flour egg and lastly in bread crumbs: deep or shallow fry till golden brown







Chilli sauce

Corn flour paste


Cook all together until sugar dissolves thicken with corn flour paste




Chicken (chopped)

Green onion / bell pepper




Corn flour




Black pepper

Bread slices


In the bowl mix all ingredients well, cut bread slices into four each. Now spread the mixture evenly on the square bread slice and shallow fry from the filling side first; lightly fry from the other side and serve with Red Sweet & Sour sauce




1/2 kg Potatoes (boiled & mashed)

1/4 tsp Rai

1/2 cup White Cummins (zeera) dry roasted & ground

1 tbsp Coriander seeds roasted & ground

1/4 cup Salt to taste

4-5 pcs Green chillies

1/2 bunch Green coriander

1/2 tsp Red chilli flakes

1 Onion (chopped)


Mix all ingredients in potato mash well; make small balls and fry coated in besan.




1/2 cup Flour

1/2 cup Corn flour

1 tsp Baking powder

1 cup Milk

1 Egg

Sharp apples

Castor Sugar to sprinkle


Cut apples into rings after removing the core; mix well all the ingredients with whisk; dip apple rings in batter, coat well and deep fry until golden




1/4 kg Chicken boneless


1/4 tsp Salt

1/4 tsp Ajinomoto

1/4 tsp Black pepper

1/2 cup


Mix all together in a bowl coat chicken strips in a batter and deep fry on a medium heat until tender & golden.

Cheese toast; use the same batter to apply on bread slices and shallow fry from filling side first





1 Mango

1 Banana

1/2 Cup Yogurt

1/2 Cup Peach/strawberry/Melon




Chop Fruits and put in blender; blend & add sugar to combine; lastly add yogurt and combine with ice




2 Lemons



Lemon zest

2-3 leaves Mint leaves

1/4 tsp black salt


In a blender put lemon juice, black salt, sugar, lemon zest, mint leaves and blend to dissolve sugar lastly add crushed ice and blend well




1 Cup Yogurt

2 tsp Honey

1 Lemon

1 Cup Banana/Mango/papaya/melon

1 Cup Water



Blend all well, lastly add yogurt +ice and combine




Mango Juice

Pineapple Juice


Sugar (optional)


Crushed Ice


Blend all together, lastly add crushed ice and serve chilled


From: Mobilink

Tuesday, April 27, 2010

Danish eco-hotel offers pedalpower free meal

Post Type :

A Danish hotel is offering a free meal to any guest who is able to produce electricity for the hotel on an exercise bike attached to a generator.

The Crowne Plaza Hotel in Copenhagen says the idea is to get people fit and reduce their carbon footprint.

Guests will have to produce at least 10 watt hours of electricity - roughly 15 minutes of cycling for someone of average fitness.

The hotel already produces renewable energy with solar panels on its facade.

Guests staying at Plaza Hotel will be given meal vouchers worth $36 (26 euros; £23) once they have produced 10 watt hours of electricity, hotel spokeswoman Frederikke Toemmergaard told the BBC News website.

"Many of our visitors are business people who enjoy going to the gym. There might be the odd person who will cycle just to get a free meal, but I don't think people will exploit the initiative overall," she added.

The bicycles will have iPhones attached to the handlebars measuring how much power is being generated for the hotel.

The plan, a world-first, will be launched on 19 April and run for a year, the hotel says. Only guests staying at the hotel will be able to take part.

Copenhagen has a long-standing cycling tradition and 36% of locals cycle to work each day, one of the highest percentages in the world, according to the website visitcopenhagen. dk

"Because Copenhagen is strongly associated with cycling, we felt the bicycle would work well as a symbol of the hotel's green profile," Ms Toemmergaard said.

US environmental website recently voted Copenhagen the world's best city for cyclists.

If successful, the electric bicycle meal programme will be extended to all Crowne Plaza hotels in the UK, the hotel said in statement


Saturday, April 24, 2010

What Problem High Heels can Cause

Post Type :

Despite what you're willing to tolerate as a lover of heels, you may be underestimating the damage that high heels can cause, beyond just having sore feet at the end of the day.

Not surprisingly, doctors of podiatric medicine (foot doctors) and orthopaedic surgeons see no value in high heels, which they generally define as pumps with heels of more than two inches.

You know those lovely curves you get with high heels? "It's not a normal anatomical position," says Teisha Chiarelli, a podiatrist in Glendale, Ariz.

Physicians say high heels are "biomechanically and orthopedically unsound," citing medical, postural and safety faults of such heels, according to the American Podiatric Medical Association. Among the litany of problems to which stilettos and their sister heels contribute are knee and back problems, disabling injuries in falls and shortened calf muscles, not to mention an awkward, unnatural gait.

Uncovering women's footwear problems

While most high-heel fans aren't so willing to totally abandon their high pumps, studies indicates that many might be willing to make some adjustments - to a point.

A study by the American Podiatric Medical Association, 39 percent of women still wear high heels daily. This is down from the 60 percent who wore high heels back in 1986. This same study showed that 42 percent of women would wear uncomfortable shoes and that 73 percent had shoe-related foot problems.

Common ailments from wearing high heels are:

* Calluses and heel pain were the top shoe-related foot ailments.

* Women also complain about such conditions as bunions, swelling of the joint at the base of the big toe; hammertoes, a permanent bend in the middle joint of a toe; neuromas, nerve problems that cause shooting pain into the toes; ingrown toenails; and even stress fractures.

Chiarelli says high heels are a particular cause of concern.

"I've got elderly women come in who swear they've worn high heel shoes all their lives and say they can't wear a flat shoe. They get a physiologically shorter Achilles tendon. Over a period of time, we accommodate that position," she says.

Typically, Chiarelli says feet swell throughout the day and poorly fitting shoes won't accommodate that swelling. Sometimes the pain is achy, "almost a bone bruising," she says, or a sharp pain between the bones in the ball of the foot.

"We're looking at bony problems where the toes are starting to curl up from being in a narrow or pointed toe box," she says. "Probably the patient with the ugliest feet is a dancer because she's wearing toe shoes or high heels for dancing."

"Bony problems" are such a big part of foot problems that podiatrists even have a high-heel nickname for one condition - a pump bump. "It's a big old bump on the back of your heel," Chiarelli says. "It's like a callus of bone on the back of the heel from the shoe rubbing the bone."

Nail problems also are common from the constant pressure of toes being pressed against the end of the shoe. That can cause the nail to thicken and promote the growth of foul-smelling fungus. Plus, if a person has curved toenails, it can induce or exacerbate painful in-grown nails.

Changing your heel habits

If you just can't imagine life without heels, Chiarelli suggests choosing styles with squared-off toes and shorter, chunkier heels instead of stilettos. Limit the time you wear heels.

If a wide-heeled shoe isn't you anyway, then follow some of Chiarelli's other tips for female shoe shoppers:

* Look for thicker soles for absorbing shock better and putting less pressure on the foot as well as an upper material, such as leather or microfiber, that will give a little to allow the foot to swell without pinching. "Those will still look nice and not hurt so badly," she says.


Cigarette Smoke Can Affect Children's Behavior

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The study conducted by German scientists said that the babies who are still in the womb and the children at 1 year of age who are exposed to cigarette smoke will be able to make a problem of their behavior during the school years later. The study also published in the journal Environmental Health Perspectives.
Greater risk will occur in children when they are in the womb who has been exposed to cigarettes smoke because it will affect the behavior problems during their childhood. The scientists revealed that the children in the womb for mothers who smoke will have a 90 percent risk of abnormal behavior problems. Whereas children after birth and exposed to cigarette smoke has a 30 percent risk of their behavior problems.
Based on a list of questions that have been given by scientists to conduct research has produced data that revealed a hyperactivity, attention deficit disorder, and social interaction problems were due more because of the impact of cigarette smoke than other factors such as external social and environmental factors.
Seeing the risk of cigarette smoke is greater in children who were conceived by pregnant mothers so the researchers suggest that mothers who are pregnant for consideration so as not smoking for the sake of their children's future. However, because of the environmental conditions as much as possible to avoid environmental tobacco smoke. We know that the cigarette smoke is very detrimental health for adults, can be imagined when it exposed to children or infants.



Friday, April 23, 2010

Appraisal Special

Dedicated to all bablu's {including....} ;-)

Pareshaan thi Bablu ki wife …….
Non-happening thi jo uski life !
Bablu ko nahi milta tha aaram
Office main jo karta tha…… kaam hi kaam !
Bablu ke boss bhi thay bade cool
Promotion ko har baar jate thay bhool
Par bhulte nahi thay wo deadline …….

Kaam to karwate thay roz till nine !!!
Bablu bhi banna chahta tha the best
Isliye to wo nahi karta tha rest !!
Din raat karta wo boss ki gulami
Promotion ke ummid main deta tha salami !!
Din guzre …….aur guzar gaye phir saalo saal
Bura hota gaya Bablu ka haal
Bablu ko ab kuch bhi yaad na rehta tha
Galti se Biwi ko Behenji kehta tha !
Aakhir ek din Bablu ko samjh aaya
Aur chor di usne promotion ki moh maya !!
Boss se bola, "Tum kyon satate ho ?"
"promotion ke laddu se budhdhu banate ho"
"Promotion do !!  Warna chala jaunga"
"Bonus dene par bhi wapis na aunga"
Boss haans ke bola "Nahi koi baat"
"Abhi aur bhi bahut Bablu hai mere paas"
"Yeh duniya bahoot sare Babluon se bhari hai"
"Sabko bas aage badhne ki hi padi hai"
"Tum na karoge to ……. kisi aur se karaunga !!"
"Tumhari tarah kisi aur ko Bablu banaunga"
(WAKE UP Bablu) !!!!!


From: Umer

Thursday, April 22, 2010

Districts,Union Counsil,Tehsils.Towns of Pakistan

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City Districts







































 sindh province

punjab province


balochistan province


From: Ahsanullah Memon


From: mirza thanawala

Can you read  
this in first attempt????


Not possible to read anything? then follow the guidelines given below














Close your eyes almost 90% so that you can actually read it,
Its really superb!!!!

Naran Valley in Pakistan

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The hotel is along the banks of the River Kunhar. All visitors to Naran should pay a visit to the Saif-ul Muluk Lake (10,500 feet) 6 miles east of town. Transportation by jeep can be arranged, If the road is open we will travel by jeep if the road is closed, it is an easy, gradual three-hour walk and the lake is a beautiful stop for a picnic. Whilst boating on the lake you will hear the local legend about Prince Saif-ul Muluk who fell in love with a fairy.


From: Muhammad Umer Shahzad


Storm hitting Burj Khalifa

It's all happening in Dubai ....spectacular photos of storm...  
When lightning hit the world's tallest tower!  For as long as half hour lightning hit the tower and the thunder sounded all over the neighouring areas !   An unforgettable night!





From: Muhammad Umair Sami

Maximum Value & More Talk Time with Mobilink Infinity Voice+ Package!

Post Type :

Mobilink Infinity has revolutionized the way customers connect to life by providing them a next generation broadband Internet solution. We bring our subscribers the latest, most streamlined combination of Broadband and Voice solutions so that they are connected to their world and their loved ones in real time, always. Voice connectivity also provides us an edge over competition in the market so we focus on formulating new attractive Voice packages for greater brand recall and loyalty.
On subscribing to Infinity Voice services, following are the benefits of a superior voice connection that delivers on quality and quantity both to the subscriber:

  • Absolutely Free Infinity-to-Infinity Calls
  • 100 Free Minutes to Any Network
  • Call rates as low as Rs. 1 per minute

Note: Free calls/minutes are limited time offers.

Special Package “Voice+”
In order to enhance Mobilink Infinity experience and extend added value to our subscribers, we are now launching a new Voice promotion “Voice+”. Paired with Mobilink Infinity WiMAX services, it delivers a powerful combination of voice and data that will surely keep our customers in touch with their world the best way.
Through Voice + package, our subscribers are welcome to enjoy the freedom of having 100 Minutes to Any Network in Pakistan at Rs. 100 Only.
This special package will add value for money to Mobilink Infinity subscribers, enhance brand profile in the market as well as provide an edge over competition in WiMAX VOIP services.

For details about this exciting new package and more, please do not hesitate to contact us. We are always looking forward to letting you know what Team Infinity is up to!

How smart are you?

Are you smarter than a four year old?


Which way is the bus below traveling? 

To the left or to the right?



Can't make up your mind?

Look carefully at the picture again.







Still don't know?

Primary school children all over the UK were shown this picture and asked the same question. 

90% of them gave this answer:

"The bus is traveling to the right." 

When asked, "Why do you think the bus is traveling to the right?"

They answered:

"Because you can't see the door to get on the bus."


How do you feel now???

I know, me too.


From: ako akber












From: Muhammad Umer Shahzad

Wednesday, April 21, 2010


Ten Great Tips For 2010
1. Stay out of trouble..


2. Aim for greater heights.

3. Stay focused on your job.

4. Exercise to maintain good health.
5. Practice team work..

6. Rely on your trusted partner to watch your back. Take your time trusting others.

7. Save for rainy days.

8. Rest and relax.

9. Always take time to smile.


10.. Realize that nothing is impossible.


From: maryam chudary
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